Written Warning (First / Final)

WRITTEN WARNING

Employee: ✓Employee name, ✓Job title Warning level: Warning level

This warning is issued in terms of the Employer's disciplinary code and procedure, applied in accordance with item 3 of Schedule 8 (Code of Good Practice: Dismissal) to the Labour Relations Act 66 of 1995.

1. THE INCIDENT 1.1. Date of incident: Date of incident. 1.2. Description: Description of the incident 1.3. Rule of the disciplinary code breached: Rule of disciplinary code breached.

2. DISCIPLINARY HISTORY 2.1. Previous warnings taken into account: Previous warnings taken into account

3. CORRECTIVE ACTION REQUIRED 3.1. Corrective action required

4. VALIDITY 4.1. This warning remains active on the Employee's record for Validity period (months) months from the date of issue, after which it will not be taken into account when deciding a sanction for further misconduct.

5. CONSEQUENCES OF REPETITION 5.1. Consequences of repetition 5.2. Further misconduct of a similar or more serious nature within the validity period of this warning may lead to progression to the next stage of discipline, up to and including dismissal, following a fair hearing.

6. RIGHT TO RESPOND / APPEAL 6.1. The Employee may respond to this warning and, if dissatisfied, may raise a grievance or appeal through the Employer's disciplinary code.

7. ACKNOWLEDGMENT 7.1. Employee acknowledgment 7.2. Witness (where the Employee declines to sign): Witness (if refused to sign)

Issued by: Issued by

SIGNATURES Employer representative ______________ / Issued by / Employee ______________ / ✓Employee name / (or noted as refused to sign, witnessed above)

— — — ⚠️ This is a boilerplate template, not legal advice. Employment, consumer-protection, data protection, and food-safety law in South Africa is detailed and fact-specific (BCEA, LRA, POPIA, PAIA, CPA, ECTA, R638) — have this document reviewed and adapted by a labour/commercial lawyer, and where relevant checked against current CCMA and Information Regulator guidance, before use.